Joyce Weiss

I work with organizations and individuals who want to kick conflict and chaos to the curb - Communication Strategist and Master Coach

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February 23, 2021 By Joyce Weiss Leave a Comment

A Powerful Interview with Kristie Stocker About Leadership and Purpose

Hey, Dear Readers of Kick Conflict to the Curb Weekly Update! 🙂

Are you ready to learn information that you can share at work about leadership and purpose?

I met our guest speaker at a National Speaker’s Association meeting a few years ago. I knew our paths would cross because she was full of energy, leadership skills, and so much fun.  Pop some popcorn and learn from Kristie Stocker – success coach and leadership speaker.

Here’s the video.

Here are the Questions that I asked Kristie About Leadership and Purpose:

{You will find more details on the video – this is the readers’ digest portion. :)}

1.  The word purpose is thrown around all the time, it seems a bit “woo”. Is it really that important to weave into the business world?
Kristie’s Answer:  “Purpose for the team AND company is necessary.”

2.  Can someone’s purpose change?
Kristie’s Answer:  “Yes! Different life experiences, situations, and happiness equals innovation.  Individuals and companies change their purpose due to so many factors.

3.  What happens when they don’t have a sense of purpose?
Kristie’s answer:  “Tell-tale signs like turnover, lack of engagement, no sense of community, and even mental health are all influences on purpose.

4.  What can leaders do to connect more with their purpose?
Kristie’s answer: “Don’t be afraid to ask the tough questions and go deep.”

5. How can leaders help their employees?
Kristie’s answer: “Understand motivators, personalities, pair their strengths, coach them to grow, and don’t be afraid to let them go.”

About Kristie Stocker

Kristie comes with 20 years of past experience in corporate communications for a multi-billion dollar corporation and has been coaching driven professionals since 2002 to advance their self-leadership skills to unbelievable levels.  Her clients like Bosch, Lockheed-martin Leadership Association, Institute of Management Accountants, and National Management Association know Kristie as the expert in helping them become excuse-breaking, fear-crushing, goal-exceeding leaders.

When she’s not mentoring high-achievers to be rock star leaders or hosting her leadership show, “Kristie TV” on YouTube, she’s helping clients connect with their powerful purpose.

Here’s how to get in touch with Kristie:
https://KristieStocker.com
HTTP://Kristietv.com

Let’s Stay Connected!

What are some of your questions about the interview?  Those of you who share either in the comment section below or send me an email will receive a new video (that I have not posted yet) about using props to engage your virtual meetings. It’s short and contains tips to liven up your virtual meetings.

Hey, Dear Readers, I’m here for you when you have questions about your own communication or relationship “challenges.” Feel free to send me an email. Full disclosure here:  I don’t charge anything when people send me questions or comments via email. Staying connected is what it’s all about for me.

Have a Great Week!

Joyce Weiss, M.A., CSP, CVP
Master Coach
Queen of Conflict Resolution

P.S. Career Advancement is like riding a bike: Shift Gears from coasting to owning the road!

P.P.S. Here’s a link to a past post that pairs well with this article on The Importance of Humility

P.P.P.S. If you need more clarity and direction on becoming a more confident and purposeful leader, book a FREE 50-minute leadership session with Kristie. You’ll discuss your current challenges, goals, and exact next steps you can take to be the leader you’re meant to be. Spots are limited for these sessions so book it here: https://kristiestocker.as.me/leadership50

 

 

 

Filed Under: Coaching Strategies, Collaboration Strategies, Leadership Consulting
Tagged With: career development, leadership

May 7, 2019 By Joyce Weiss Leave a Comment

How to Repair Generational Conflict: Part 6

Hi Again! 🙂

This article is #six in my 6 part series on how to repair generational conflict.  You will learn or relearn about Generation Edge.  They were born between 1996 – 2010 and are known as Gen Z and digital natives.  They are financially conscious and save for college – something that they learned from their Gen X parents.  YouTube is the place they visit for uplifting messages from their favorite stars.

Gen Edge:  How to Repair Generational Conflict Idea #1

Gen Edge Legacy in the Workplace repair generational conflict

  • Diverse and inclusive
  • They will leave if they see injustice
  • Resilient
  • Want feedback and support
  • Parents taught them practicality
  • Will persevere through tying projects, clients and times

Gen Edge:  How to Repair Generational Conflict Idea #2

Gen Edge Key Events

  • On-demand entertainment repair generational issues
  • Citizen journalism
  • YouTube
  • The Great Recession
  • Visual communications

Gen Edge:  How to Repair Generational Conflict Idea #3

Gen Edge Traits

  • Connected
  • Diverse
  • Resilient
  • Pragmatic

Gen Edge:  How to Repair Generational Conflict Idea #4

Gen Edge Values

  • Stability
  • Personalization
  • Equality
  • Resourcefulness

Thoughts from Joyce

  • Get involved with those who you don’t know
  • Discuss differences and find common ground – don’t judge each other for being different
  • Discover how these differences can support each other’s efforts
  • Get to know how the chain of command works to avoid pitfalls
  • Help each other with communication and technical skills
  • Set clear expectations
  • Include all generations at meetings and in decisions

I hope you enjoyed this 6 part series and welcome any comments or questions that you have on how to repair generational conflict.

I want to hear from you

Add a comment to my blog on how you repair generational conflict.

You will receive a response from me because I enjoy connecting with my readers! 🙂  You are always welcome to send me a private email
with concerns that you are experiencing at work.

Until next time,

Joyce Weiss, M.A., CSP
Career Coach and Corporate Communication Strategist

Have a great week.

Remember, YOU Get What You Tolerate!  

PS

Read part 1 on how to repair generational conflict HERE
Read part 2 (traditionalists) on how to repair generational conflict HERE
Read part 3 (baby boomers) on how to repair generational conflict HERE
Read part 4 (generation X) on how to repair generational conflict HERE
Read part 5 (millennials) on how to repair generational conflict HERE

 

 

 

Filed Under: Collaboration Strategies, Generations in the Workplace
Tagged With: conflict in the workplace, Generations in the Workplace

April 30, 2019 By Joyce Weiss Leave a Comment

How to Repair Generational Conflict: Part 5

repair generational conflictHello again!

This article is #5 in my 6 part series on How to Repair Generational Conflict.  You will read information about the Millennial Generation.  Millennials were born between 1980-1995.  There are 82 million millennials – a larger generation than baby boomers!  They were in school when Apple released the iPhone.  They expect constant connectivity and innovation on social media.

Millennials:  Repair Generational Conflict Idea #1

Millennials Bring the following Legacy to the Workplace:

  • Informal and authentic
  • Casual dressers
  • Collaborative since stay connected online with others
  • Love brainstorming sessions

Millennials:  Repair Generational Conflict Idea #2

Millennial Key Events repair generational conflict

  • Tech upgrade cycle
  • Self-esteem movement
  • The great recession
  • Homeland violence –  Columbine high school massacre/911 terrorist attack
  • Encouraged to share what’s on their minds with parents and teachers
  • Feel comfortable going up to CEO to make a lunch date or chat

Millennials:  Repair Generational Conflict Idea # 3

Millennial Values

  • Integrity
  • Innovation
  • Efficiency
  • Speed

I want to hear from You

Add a comment to my blog on how you repair generational conflict.

You will receive a response from me because I enjoy connecting with my readers! 🙂  You are always welcome to send me a private email
with concerns that you are experiencing at work.

Until next time,

Joyce Weiss, M.A., CSP
Career Coach and Corporate Communication Strategist

Have a great week.

Remember, YOU Get What You Tolerate!  

PS
Read part 1 on how to repair generational conflict HERE
Read part 2 (traditionalists) on how to repair generational conflict HERE
Read part 3 (baby boomers) on how to repair generational conflict HERE
Read part 4 (generation X) on how to repair generational conflict HERE

 

 

Filed Under: Collaboration Strategies, Generations in the Workplace
Tagged With: conflict in the workplace, Generations in the Workplace

October 23, 2017 By Joyce Weiss Leave a Comment

Collaboration Strategies to Reduce Stress in the Workplace  

Do you want to:

  • Use new collaboration strategies to improve communication?
  • Increase respect in the workplace?
  • Reduce conflict and stress?
  • Re-energize your team?

If you said “yes” to even one question – Please continue reading! All teams need a wake-up call from time to time – an energy boost or an attitude adjustment.

How do you know when it’s time for your team to get re-energized?

  • Look at them. Is there energy in the team?
  • Are they communicating with respect?
  • Do your teams make time for stress relief exercises?
  • Are people excited about work?
  • Are employees talking to each other?
  • Is there laughter and fun in the air?

If you answered “no” to even one of these questions, then it could be time for you to initiate your team for ideas on how to use new collaboration strategies, increase respect, and reduce stress.  It helps if you are open and will use some of their ideas.

For many companies, it’s the “same old” routine day in and day out. People grudgingly go through the motions of work, but they don’t have their heart into it. There’s so much stress or negativity in the air that you can cut it with a knife. The silence is deafening, and when someone does talk, it’s laced with sarcasm and retaliation – there is an overabundance of conflict in the workplace.

But work doesn’t have to be this way. You can help your team learn new facts about stress so everyone is focused and having fun again.

Here’s how:

Collaboration Strategies #1:  Create a stress relief committee Collaboration Strategies

Ask for volunteers to head a stress relief committee. Typically the people who want this role are the overly optimistic people who are full of energy anyway, but that’s okay.

You need someone to take the lead. Empower the committee to determine when the team needs to do various stress relief exercises and allow them to organize a group break so everyone can recharge.

Collaboration Strategies #2:  Ask the group for their input Collaboration Strategies

Ask them the question – What does respect mean?
You can’t mandate what the team “should” do to reduce stress and re-energize. That approach will always backfire because someone (or maybe everyone) will think the activity is “dumb” or a “waste of time.” Therefore, have the stress relief committee find out what each person would like to do to reduce stress and increase respect in the workplace.

It could be anything from:

  • Bringing in a chair masseuse once a month
  • Getting everyone to dance to some upbeat music
  • Having a 15-minute silence break.

There are numerous collaborations strategies and I will include more examples in the next article.  The possibilities are endless so long as you get everyone’s input.

Collaboration Strategies #3:  Address the nay-sayers

Invariably you’ll have at least one person who won’t want to go along with the group’s activity. The key to winning this person over is to find out what he or she needs to do to reduce stress. Whatever you do, don’t let the nay-sayer sit out from the designated activity. That will only cause others to look down on him or her and erode the team’s spirit and increase workplace gossip.

Instead, say to the person, “As the manager, it’s my job to make sure everyone has some stress relief. Tell me what will help you re-energize.” Listen to what the person says and do that activity next (as long as he or she participates in the current activity).

Let’s Get Real

Everyone needs a fun break from time to time – an escape from the stresses of work and life. So give your team the opportunity to discuss how to reduce stress and which collaboration strategies work for them. By doing so, they’ll have the strength and creativity to get more done in less time – and with better results.

Was this helpful?

Send me an email or add your thoughts in the comment section.
Feel free to share these collaboration strategies with your team.

This is Joyce Weiss
Corporate Communication Strategist and Career Coach

Until next time, Remember…”You Get What You Tolerate!”

P.S.  Read more articles and listen to podcasts at our Team Building Strategies Knowledge Base.

 

 

 

Filed Under: Collaboration Strategies, Increase Respect in the Workplace
Tagged With: employee morale, enthusiasm for work flickering out

March 5, 2017 By Joyce Weiss Leave a Comment

Team Building Strategies to Create Open Communication

Team building is successful when employees feel safe to share ideas on how company policies can be improved. Communication issues are uncovered when I interview both leaders and their direct reports on what is working and not working with the team.  I take this information and create a personalized training for the company.  This only works with companies whose leaders are open to constructive feedback.  Team Building training will backfire when employees feel it’s the program of the month for appearance sake only.  Morale and trust are deflated when employees “know” that nothing will change after these sessions.

  • Are you a leader who wants to hear what your employees are talking about at the water cooler and use this information constructively?
  • Are you an emerging leader who wants to know how to create successful team building strategies during meetings?
  • Are you tired of the status quo and want to see positive change and results at work?

This article contains  3 team building strategies to help you create some interesting and productive conversations with your team.  All of these ideas are team building strategies that my clients use successfully during staff meetings.

Team Building Strategy #1:  Make the meeting safe

Everyone in the room is told that the feedback that I share is anonymous since all departments and job functions were interviewed.  Only patterns are shared.  There are usually negative or cynical employees who don’t trust this system. They have attended other training and nothing seems to change. This elephant in the room is addressed immediately.  All I ask is for everyone to give the training a chance before they judge the process.  If you decide to take these ideas and use them for your own training be prepared for these necessary and tough discussions!

team building

Team Building Strategy #2:  Share patterns from the interviews

The patterns are revealed.  The most important part of the training happens when employees and leaders answer the following questions in small groups:

  • What do we need to be talking about?
  • Let’s now beat around the bush.
  • What issues haven’t we been talking about?
  • How is this currently impacting you and how will this impact our future?

Another important “rule” is to make sure names are not used and blaming is not the purpose of the team building program.  It’s all about change, openness, trust, and results.  

Team Building Strategy #3:  Be specific when giving feedback

Take time to choose your words wisely so that you convey exactly what you mean – you can’t assume that people know what you want.

When giving feedback use the following 2 strategies:

  • Don’t use vague communication such as, “We need to sell more products.”
    Suggest that, “We need to create at least 2 new products in order to keep up with the competition.”
  • Don’t use hazy messages by saying, “Everyone needs to be to work on time.”
    Tell others, “We begin working with members at 8:00 am each day.”

This one team building strategy will improve communication within the entire company.  Hopefully, people will stop mind reading what others need from each other.

Team Building Strategies #3:  Ask important questions to change the status quo

The results from the phone interviews are shared after employees are face to face in the training and discuss their important feedback.
The following questions are asked during the phone interviews:

What if you were the CEO or President and had your own set of rules to keep your customers/clients?

  • What would you do differently?
  • What restrictions would you remove?
  • How would you treat your star employees?
  • How would you handle poor behavior?

So Joyce, what are your thoughts about creating successful team building training?

There are a couple of ways to conduct the important training sessions.  You can have both management and employees together depending on the trust level in your company.  You can also divide the training so management and employees work separately.  Once the training is complete the results are given to both management and employees.  I conduct an executive debriefing to discuss what changes will be made as a result of the research and employee input.  The real magic comes when employees are included in the last part so they feel that they were heard.  Of course, some of the ideas will not be used but being listened to is the #1 factor to improve your morale.  These team building strategies work!

I want to hear from you

Send me your questions or comments on what team building strategies you use.  What works and what challenges do you still experience with your team.  I will answer all comments.  Feel free to email your questions or concerns that you don’t want to share with others. 

Learn how Joyce Weiss can leverage her 30+ years of communication and leadership consulting and coaching experience to help your organization address team building strategies here.

 

This is Joyce Weiss, Communications Strategist and Coach
Until next time, Remember…”You Get What You Tolerate!”

PS Read more articles and listen to podcasts at our Team Building Strategies Knowledge Base 

 

 

Filed Under: Collaboration Strategies, Team Synergy
Tagged With: team building, trust

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Email: joyce@joyceweiss.com
Phone: 248-681-5831

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